Abstract
This study has two purposes. First, it aims to verify the mediating role of thriving at work in the relationship between coaching leadership and employee voice behavior. Second, it looks at the moderating role of person-supervisor fit in terms of the influence of coaching leadership. Data collected from 174 supervisor-subordinate pairs was used for the analysis. The results show that coaching leadership was positively related to thriving at work, and thriving at work was positively related to voice behavior. In particular, thriving at work mediated coaching leadership and voice behavior. The positive relationship between coaching leadership and thriving at work was weaker with a better person-supervisor fit, and the moderated mediation effect was also weaker in this scenario. Based on the results, the limitations of this study are acknowledged, and theoretical and empirical implications are suggested, as well as a fruitful future direction of research.
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